What’s a common characteristic of the best talent? They all have jobs. In today’s marketplace, to get the best talent you have to convince them your opportunity is better than what they currently have. The good news: it can be done - and you can win consistently with a deliberate outbound process. The bad news: it requires an intentional approach which is challenging without the right tools and data.
Your success depends on your ability to build a repeatable process to identify and recruit a steady volume of high quality applicants. The way to accelerate and scale your outbound process is to benchmark and refine it regularly using data. Below we’ll walk through the steps to building a data-driven recruiting process, based on.. you guessed it.. data.

Turnover is a fact of life in the restaurant industry. Studies show that reducing turnover can have a major impact on your restaurant’s profitability but retaining your managers requires an understanding of the problem’s root causes.
In some cases managers don’t leave for higher paying jobs, they leave because they’re unprepared for the job at hand. This ebook will dive into ways to equip your managers with the right tools to succeed to increase retention and reduce turnover of your top talent.

The holy grail of recruitment is prediction: how well you can predict a candidate’s success based on a limited number of touch points. Game-based assessments provide insight into the best predictor of job performance: a candidate’s cognitive ability.
IN THIS EBOOK, YOU’LL LEARN:
How game-based assessments increase candidate completion rates while mitigating bias
The drawbacks of legacy cognitive testing
Why measuring cognitive traits through games was impossible until recently
The types of employers who benefit most from a game-based approach to assessment
Download the free eBook now

As great as Cornerstone OnDemand is, anyone could use a little help solving more of their learning and talent management challenges. With the right partner, you can achieve greater business results with Cornerstone almost immediately.

Would you like to make better-informed decisions about where to invest your time & resources? Are you interested in gaining more insight into what is working, what isn't, & why?
There is a movement towards advanced & predictive analytics in the Learning & Talent Management space.
But what does that really mean? Bluewater's team of consultants & developers can help you define what analytics means for your company.

Most Companies Have an Issue with Talent Acquisition and Retention. This can be overcome by working with the right Staffing Company who will understand your need and work at a reasonable cost tailored to fit your budget.

The importance of nurturing a talented workforce cannot be understated. It enables your organization to perform effectively today, while also preparing you for future growth. But in reality, how many are companies actually nurturing their employees?

Managing in this uncertain economy can be incredibly challenging. If your business is experiencing decreasing revenues, shrinking budgets and increasing uncertainty. you
cannot afford to focus on talent. Right? Actually, wrong.

With aging workforces and a shortage of critical talent being among the biggest challenges facing today's businesses, strategic workforce planning has become one of of HR's most important responsibilities.

Compensation managers know that, although budgets are tight, top performers still insist on being rewarded. This complimentary SuccessFactors white paper shows how you can create a strong compensation program. Download it today.

With the many ways that exist to reach job applicants, why is finding great candidates so difficult? This complimentary SuccessFactors white paper discusses six ways to connect with high-quality candidates. Download the white paper today.

Technological advances are disrupting the status quo and bringing huge turmoil in their wake. Industries are converging, and new competitors emerging, as never before. The nature of work is changing and demand for digital expertise is soaring, while other skills are becoming defunct. So how can CHROs chart a path through the turbulence and help their fellow executives understand the impact on the workforce?

Digital transformation (DX) is a must for midsize firms (those with 100 to 999 employees) to thrive in the digital economy. DX enables firms to increase competitive advantage through initiatives such as automating business processes, creating greater operational efficiencies, building deeper customer relationships, and creating new revenue streams based on technology-enabled products and services. DX is a journey, and it starts with firms embracing an IT-centric vision that guides a data-driven, analytics-first strategy. The outcome of DX initiatives depends on the ability of a firm to efficiently leverage people (talent), process, platforms, and governance to meet the firm’s business objectives.

Do you know your people as well as you know your customers? Your people’s expectations and the way they work are changing. Employees are more diverse, mobile and technologically savvy than ever before. HR processes are changing from focusing on transactions to knowing and engaging people. Just as sales and marketing teams use data to develop actionable and informed insights about their customers, you need to do the same in HR to know your people. Everything from attracting and keeping the best talent to creating better workplace experiences and increasing employee engagement and productivity, depends on smarter decisions. These in turn rely on more actionable insights. These are only possible through accurate HR data and analytics. They are vital to address the people challenges you face, so you can make smarter decisions. Discover in this guide how to improve visibility of your workforce with data-driven and actionable insights. Ultimately, it will help you know your people better and

As business becomes more global and teams can often be dispersed across cities or continents, businesses have begun adapting telecommuting as an added corporate culture benefit and as a way to recruit and retain key talent. As a result, managers may find themselves forced to respond to an all-new set of needs and concerns from their staffs. How does the international team leader ensure that the necessary lines of communication stay up when there are thousands of miles and half a dozen time zones separating offices?

Offices aren’t productivity factories anymore—they’re collaboration centers where individuals and groups can develop their best ideas. That means building out an office takes a whole new approach, and it isn’t just about using aesthetics and shiny toys to attract top talent (although that is part of it). Successful offices are functional tools that bring technology and people together so they can do their best work. Cisco® Collaboration tools bring people together to speed the decision-making process and help you execute on your most innovative ideas while cutting operational waste. Bring Cisco Collaboration to your workplace and create a workplace that works.

Quality of Hire (QoH) has long been one of the major dividing lines between sourcing, recruiting and HR. After all, retention and talent management have more to do with the quality of a worker than anything else...right? Well, that’s what the recruiters might have you believe. In fact, quality of HIRE is right there in the name.